Understanding and Solving Common Organizational Conflicts Term Paper

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Causes of Organizational Conflicts

Business experts say that efforts to compete or even survive in the market can be obstructed or slowed down by troubles within the organization itself (Root, 2015). Everyone in the organization must focus on the singular goal of optimizing production and improving its ranks in the market. In order to do so, internal conflicts must be recognized and understood, addressed and prevented from recurring (Root). Common among these internal conflicts are inability to meet work expectations, communication gap, . mis-information or misunderstanding it, lack of accountability and all forms of discrimination.

Failure to Come Up to Expectations

An employee's job description already lists what is expected of him. For whatever reason, he is unable to fulfill any or some of these expectations. Or his manager has additional but only implied or unwritten expectations of him. A secretary, for example, is very often expected to make decisions or substitute for her superior when she has earned his trust and has known her job too well. One negative consequence is over-confidence on her part when she breaches her role and either approves or disapproves matters, which only her superior can decide on. Her unofficial decision may not be recognized or creates adverse consequences of conflict for her boss or the organization itself. A solution or prevention of this conflict is for the manager to discuss her role to her clearly and put it in writing.

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At the same time, he should elicit her reaction to any detail of her job (Root, 2015). In the event that she stays long in the job and earns the full trust of her manager, she may be given other privileges and tasks for her expertise. In order to avoid abuses and conflict, the additional privileges should be officially communicated to her and the organization in writing and in a meeting (Root).

Communication Gap

Responsiveness is a first requirement in any organization. Queries or information sent from one department or manager to another should be responded to as promptly as possible (Foot, 2015). Failure to do so can break communication lines. The asking department, for example, needs a specific information or reply to a specific question for an urgent decision it must make at the moment. The lack of reply or prompt reply can trigger a conflict. The purchasing department, for example, needs to know the exact number of items to be purchased by another department. It needs to place the order right then for the best bargain from a supplier. The other department's lack of prompt response may be because the request is under review (Root, 2015) or is being withheld on purpose. This unresponsiveness is a strong cause of conflict between them and the organization….....

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